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Unlocking IR35

From April 2021, legislation around how you engage contingent workers is changing. If you fail to comply, you could be liable to extra costs and exposed to risk.  

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Are you IR35 ready?

Private sector organisations have seen contracting as a low-risk way to benefit from specialist skills without the overheads of permanent recruitment, as well as a workaround for a shortage of full-time talent. However, changes to IR35 legislation will affect how private sector organisations engage contingent workers.

What's changing?

IR35, or off-payroll working legislation, was introduced to ensure all workers were paying the correct amount of tax and NIC to reduce the level of tax avoidance. Previously, a contingent worker was responsible for determining their own IR35 status, however from April 2021, this responsibility will shift to the end user (the organisation that engages the contingent worker). 

If not managed properly, organisations could find themselves with significant financial penalties from HMRC. 

We're IR35 experts

Armed with over 40 years' recruitment experience supporting our clients through various legislative changes, we've created an informative guide to help you navigate the changes to off-payroll legislation in the private sector.

This guide includes:

How to gather data on your contractor population?

Before you begin any assessments, you need to map out your contingent landscape and identify any hidden contractors.

How to determine an individual's employment status?

When undertaking individual IR35 assessments, there are multiple factors to consider.

Gaining a competitive advantage navigating IR35

Organisations need to be prepared for contractors who fall inside IR35 either requesting higher rates or gravitating towards other firms.


We've answered some of the most common questions around IR35.